Human Resource Practices MCQs

Multiple Choice Questions 38 Pages
University Savitribai Phule Pune University
Course Bachelor of Business Administration
PLB

Contributed by

Parvez Lal Banik
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  • DNYANSAGAR ARTS AND COMMERCE COLLEGE, BALEWADI, PUNE – 45
    Subject: Human Resource Practices (506 - C) CLASS: TYBBA (Sem-V) (2013 PATTERN)
    PROF. KAVITA PAREEK www.dacc.edu.in
    Question Bank - Multiple Choice Questions (MCQs)
    UNIT I - Introduction to Strategic HRM
    1) HRM is concerned with the ------------------- in the organisation.
    a) company
    b) people
    c) industry
    d) society
    2) HRM can be understood as a process of
    a) Processing
    b) Developing
    c) Maintaining People
    d) All the above
    3) HRM is an art of
    a) Preparation of a task
    b) Coordinating middle management
    c) Helping top management
    d) Managing people
    4) Why are employers interested in employee engagement?
    a) To encourage employees to trust their manager.
    b) To make a quick profit
    c) To make employees work harder for less
    d) Because engaged employees are more motivated and prepared to give their best to
    make the firm succeed.
    5) HR policy makes employees
    a) Train for future positions
    b) Better person /worker
    c) A knowledgeable person
    d) All the above
    6) Healthy HRM practices can help the organization
    a) To reduce the disputes/ conflicts
    b) To increase the promotional opportunities
    c) To realize the employees
    d) To maintain cardinal relationship

    Page 1

  • DNYANSAGAR ARTS AND COMMERCE COLLEGE, BALEWADI, PUNE – 45
    Subject: Human Resource Practices (506 - C) CLASS: TYBBA (Sem-V) (2013 PATTERN)
    PROF. KAVITA PAREEK www.dacc.edu.in
    7) ------------------practices teach individuals team work and adjustment.
    a) Personnel management
    b) Effective Human Resource
    c) Employee welfare
    d) Healthy, safety and welfare
    8) _____________ can be promoted for the top level job.
    a) Potential employees
    b) Legal employees
    c) Skilled employees
    d) Trained employees
    9) When industrial development increased by HR, it also stimulates
    a) Organizational modifications
    b) Economy
    c) Technology
    d) Socio cultural change
    10) HR also focuses on
    a) Physical and emotional capital
    b) The confident of employees
    c) Communication styles of the workers
    d) Attitude of the worker
    11) Working condition activities refers with
    a) Policy and procedure of a firm
    b) Health, safety, welfare services
    c) Culture of the organization
    12) ___________ is the art and science.
    a) Labour legislation
    b) Human Resource Management
    c) Allotment of right job to right one
    d) All of the above
    13) The scope of the HRM start from the
    a) Manpower needs
    b) Organizational needs
    c) Social needs
    d) Industry welfare

    Page 2

  • DNYANSAGAR ARTS AND COMMERCE COLLEGE, BALEWADI, PUNE – 45
    Subject: Human Resource Practices (506 - C) CLASS: TYBBA (Sem-V) (2013 PATTERN)
    PROF. KAVITA PAREEK www.dacc.edu.in
    14) ____________ influence the financial wealth of the organization.
    a) Technological conditions
    b) Social conditions
    c) Political conditions
    d) Economical conditions
    15) _________ of Human Resource in the country influence the HRM function of any
    organization.
    a) Structure
    b) Values
    c) Education
    d) All the above
    16) ____ is the major strategy of our country's HR focused to face the foreign organization.
    a) Challenge the competition
    b) Focus on product
    c) Recruitment of employees from other country
    d) None of the above
    17) Human Resource Management is the process of
    a) Recruitment and selection
    b) Analyzing the skills
    c) Workforce utilization
    d) None of the Above
    18) Management in HRM refers to
    a) Labour unions
    b) Proper and maximum utilization of resources
    c) Top management
    d) Operations management
    19) The core purpose of HRM is
    a) Select the right person for the task
    b) Satisfaction of employees
    c) Safety of employees
    d) Make efficient purpose of existing HR
    20) What is meant by the term 'management by objectives'?
    a) a. A system of giving the authority to carry out certain jobs by those lower down the
    management hierarchy
    b) The system of management that is based on bringing together experts into a team

    Page 3

  • DNYANSAGAR ARTS AND COMMERCE COLLEGE, BALEWADI, PUNE – 45
    Subject: Human Resource Practices (506 - C) CLASS: TYBBA (Sem-V) (2013 PATTERN)
    PROF. KAVITA PAREEK www.dacc.edu.in
    c) The setting of objectives by superior with the subordinates to bring about the
    achievement of the organizational goals.
    d) The control of the organization by those in the 'head office'.
    21) Which of the following is not a function normally performed by the HR department?
    a) Employee relation
    b) Training and Development
    c) Accounting
    d) Recruitment and Selection
    22) The role of HR director is
    a) solving the disputes
    b) Extension of plan
    c) Administration
    d) Training and development
    23) The perspective for the need of HR is
    a) Select the legal employee
    b) Promote the skill employee
    c) Distinguishing the features of employees
    d) To right person for the right job
    24) HRM is
    a) Inter - related
    b) Inter dependent
    c) Interacting
    d) All the above
    25) The skill and talents of HR
    a) Need an opportunity
    b) Obtained by the management
    c) Exemplified
    d) Represented
    26) __________ practices will help to overcome the HR promotions.
    a) Employment
    b) Economic
    c) Innovative
    d) Cultural changes

    Page 4

  • DNYANSAGAR ARTS AND COMMERCE COLLEGE, BALEWADI, PUNE – 45
    Subject: Human Resource Practices (506 - C) CLASS: TYBBA (Sem-V) (2013 PATTERN)
    PROF. KAVITA PAREEK www.dacc.edu.in
    27) _____ is the big problem for every organization.
    a) Recruiting and selecting
    b) Attracting and retaining
    c) Performance appraisal
    d) Promotion and transfer
    28) The name of the facilitator in the HR department.
    a) People's champion
    b) Supervisor
    c) Chief executive
    d) Leader
    29) HRM policy is
    a) Place of action
    b) A decision making
    c) Is a mission
    d) All the above
    30) HRM policies lies in
    a) An organization value
    b) Philosophy
    c) Concepts and principles
    d) All the above
    31) Human resource policies are
    a) Mitigate the company's risk of liability
    b) Increase the benefit
    c) Reduce the labour turnover
    d) None of the above
    32) HRD will develop the
    a) Executive development
    b) Strategic development
    c) Planning and decision making
    d) Organizational and personal skills
    33) HRD deals with functions such as
    a) Career development
    b) Mentoring
    c) Coaching
    d) All the above

    Page 5

  • DNYANSAGAR ARTS AND COMMERCE COLLEGE, BALEWADI, PUNE – 45
    Subject: Human Resource Practices (506 - C) CLASS: TYBBA (Sem-V) (2013 PATTERN)
    PROF. KAVITA PAREEK www.dacc.edu.in
    34) Stephen Knauf defined HRA as “the measurement & of Human organizational inputs
    such as recruitment, training experience & commitment.
    a) Qualification
    b) Accounting
    c) Development
    d) None of the above
    35) A key HR role in the firm will be multidisciplinary consulting around.
    a) Individual
    b) Team
    c) Business unit
    d) All of the above
    36) The alignment of the HRM function with organizational goals is referred to as:
    a) an HR balanced scorecard
    b) Strategic human resources management (Strategic HRM)
    c) concreteness or congruence
    d) Human Resources program evaluation
    37) To add value to HRM, the use of an HRIS is focused primarily on increasing which of the
    following kind of tasks or activities?
    a) transactional
    b) benchmarking
    c) transformational
    d) re-engineering
    38) HR shared service includes
    a) Recruitment function
    b) Customer Care Service
    c) Payroll Function
    d) All of the above
    39) HR Accounting is a systematic method of
    a) Identifying cost involved in HR
    b) Value of HR
    c) Worth of HR
    d) All of the above

    Page 6

  • DNYANSAGAR ARTS AND COMMERCE COLLEGE, BALEWADI, PUNE – 45
    Subject: Human Resource Practices (506 - C) CLASS: TYBBA (Sem-V) (2013 PATTERN)
    PROF. KAVITA PAREEK www.dacc.edu.in
    40) The alignment of the HRM function with organizational goals is referred to as:
    a) An HR balanced scorecard
    b) Strategic human resources management (Strategic HRM)
    c) Concreteness or congruence
    d) Human Resources program evaluation
    Answer Key:
    1 - b 2 - c 3 - d 4 - d 5 - a 6 - d 7 - b 8 - a 9 - b 10 - d
    11 - b 12 - b 13 - a 14 - d 15 - d 16 - a 17 - a 18 - b 19 - d 20 - c
    21 - c 22 - c 23 - d 24 - d 25 - c 26 - c 27 - b 28 - a 29 - a 30 - d
    31 - a 32 - d 33 - d 34 - a 35 - d 36 - b 37 - c 38 - d 39 - d 40 - b

    Page 7

  • DNYANSAGAR ARTS AND COMMERCE COLLEGE, BALEWADI, PUNE – 45
    Subject: Human Resource Practices (506 - C) CLASS: TYBBA (Sem-V) (2013 PATTERN)
    PROF. KAVITA PAREEK www.dacc.edu.in
    Unit 2: - Executive Compensation
    1) Why are employers interested in employee engagement?
    a) To encourage employees to trust their manager.
    b) To make a quick profit
    c) To make employees work harder for less
    d) Because engaged employees are more motivated and prepared to give their best to make the firm
    succeed.
    2) Employee training requires to meet
    a) Job requirement
    b) Job enhancement
    c) Job Analysis
    d) Job Enrichment
    3) _____________ can be promoted for the top level job.
    a) Potential employees
    b) Legal employees
    c) Skilled employees
    d) Trained employees
    4) What is Harmonious relationship at workplace?
    a) Friendly in nature
    b) Pleasing and consistent
    c) Cordial and available
    d) All the above
    5) Sending employees for higher studies.
    a) Process of appraisal
    b) Process of selection
    c) Motivation
    d) Learning and development
    6) No attendance monitoring is pertinent to
    a) career appraisal
    b) Performance appraisal
    c) Compensation and benefits

    Page 8

  • DNYANSAGAR ARTS AND COMMERCE COLLEGE, BALEWADI, PUNE – 45
    Subject: Human Resource Practices (506 - C) CLASS: TYBBA (Sem-V) (2013 PATTERN)
    PROF. KAVITA PAREEK www.dacc.edu.in
    d) Selection of the employee
    7) The actual achievements compared with the objectives of the job is
    a) Job Performance
    b) Job evaluation
    c) Job description
    d) None of these
    8) Job evaluation is based on the:
    a) Complexity of the job to perform
    b) Conceptual skill required by the job
    c) Relative job worth for an organization
    d) Physical skills required by the job
    9) ______________ is a performance measure of both efficiency and effectiveness.
    a) Organisational behaviour
    b) Organisational citizenship
    c) Employee productivity
    d) None of these
    10) Which performance appraisal methods consumes a lot of time?
    a) Essay method
    b) Rating Scales
    c) Critical incident
    d) Tests And Observation
    11) Which of the following is a benefit of employee training?
    a) Improves morale
    b) Helps people identify with organisational goals
    c) Provides a good climate for learning, growth and co - ordination
    d) None of these
    12) Which of the following is a method used in group or organisational training needs assessment?
    a) Consideration of current and projected changes
    b) Rating scales
    c) Interviews
    d) Questionnaires

    Page 9

  • DNYANSAGAR ARTS AND COMMERCE COLLEGE, BALEWADI, PUNE – 45
    Subject: Human Resource Practices (506 - C) CLASS: TYBBA (Sem-V) (2013 PATTERN)
    PROF. KAVITA PAREEK www.dacc.edu.in
    13) Which of these is a hindrance to effective training?
    a) Career planning workshop
    b) Aggregate spending on training is inadequate
    c) Mentoring
    d) Career counselling
    14) Which of the forecasting technique is the fastest?
    a) Work study technique
    b) Flow models
    c) Ratio trend analysis
    d) HR demand Forecast
    15) When appraisals are made by superiors, peers, subordinates and clients then it is called
    ______________.
    a) 360 degree feedback
    b) 180 degree feedback
    c) Self - appraisal
    d) All of these
    16) The focuses of psychological appraisals are on ______________.
    a) Future potential
    b) Actual performance
    c) Past performance
    d) None of these
    17) What techniques are used while analysing the internal supply?
    a) Inflows and outflows
    b) Turnover rate
    c) Conditions of work and absenteeism
    d) All of these
    18) Which of these is one of the seven criteria for assessing performance?
    a) Community service
    b) Interpersonal contact
    c) Need for supervision
    d) All of these

    Page 10

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